University Leadership Management: Diversity Report and Action Plan

This report analyzes the diversity policy and procedures of Aus Accountancy, focusing on workplace diversity's impact and benefits, including increased profitability and a better company reputation. It discusses benchmarks, legal requirements, and various actions to improve diversity levels, such as measuring diversity, broader recruitment, and organizational culture. The report outlines example diversity policies and procedures, including changes to laws, forward-looking policies, and the importance of consistency and accountability. It provides a suggested format for an Aus Accountancy Diversity Policy, encompassing vision, recruitment, career development, community programs, and reporting procedures. The report addresses the importance of creating an inclusive work environment and promoting equality, diversity, and inclusion within the organization.

Running Head: ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
Advanced diploma in leadership management
Student’s Name
University Name
Author’s Note

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Assignment Task 1
Subject: Conveyance of diversity report, action plan and questionnaire
Dear Sir,
The report is as follows:
Aus Accountancy
Diversity policy and procedures briefing report
Introduction
The purpose of this report is to analyse the diversity policy of the Aus Accounting Company and
the diversity procedure and thereby discuss and describe procedures for the organisational
change procedure.
Impacts of Diversity
Workplace diversity fosters mutual respect among employees. Whether employees work in
groups or teams comprised of co-workers with varied work styles, disabilities or who represent
different cultures or generations, a synergistic work environment becomes the norm. Many
members of the workforce have been marginalized due to racism, ageism and discrimination
against people with disabilities. Not only is this discrimination unethical and illegal, it also has
serious economic consequences. When people are unable to find work, or are not able to earn a

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wage that is consistent with their training and abilities, their standard of living suffers and they
become less financially secure. Conflict inevitably occurs in the work environment. However,
employees who acknowledge others’ differences often also find similarities, particularly when
there are common goals, such as production and quality. Respect for co-workers either reduces
the likelihood of conflict or facilitates an easier road to conflict resolution. Diversity in the
workplace is vital for employees because it manifests itself in building a great reputation for the
company, leading to increased profitability and opportunities for workers. Workplace diversity is
important within the organization as well as outside (Barak, 2016). Business reputations flourish
when companies demonstrate their commitment to diversity through aggressive outreach and
recruiting efforts. The importance of workplace diversity cannot be overstated when it comes to
an organization’s ability to reach markets in foreign countries. The appeal of global markets
creates two kinds of opportunities for employees: opportunities for promotion and employee
development.
Benchmarks and other measurement indicators
The presence of any forms of violence and harassment at work is likely to have negative
consequences for those involved, for the organization and for society in general:
1. It is estimated that overall productivity is reduced by about 2% as a result of
psychological violence alone.
2.

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3. Signs of negative financial and productivity implications are increasingly common, with
higher absenteeism rates, ill health and early retirement, high staff turnover and increased
insurance premiums.
4.
5. Cost estimates reveal considerable financial gains in reducing workplace violence.
6.
7. Evidence shows that both physical and psychological violence have serious implications
for health and well-being.
8.
The impact on third parties is increasingly visible, causing job resignations and negatively
impacting on relationships with family.” (Progressive initiatives to combat harassment: Three
case examples, European Monitoring Center on Change,
Quick List of Possible Metrics
 Percentage of minorities, EEO targets
 Increase in minority representation
 Increased representation of minorities at different levels of firm
 Employee satisfaction surveys
 Better relationships among diverse staff members;
 Fewer discrimination grievances and complaints;
 Fewer findings of discrimination by adjudicators and government agencies;
 Improved labor relations;
 Reduction of noose, graffiti, and hate incidents;

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 More diverse hiring.
 Improvements in productivity.
 More innovation and creativity. (There are various metrics for this, such as patents
granted per capita.)
 Improved job satisfaction.
 More career development over time for underrepresented group members.
 Use of bridge positions for lower level employees to bridge to professional positions.
 Better retention.
 Decrease in pay disparities.
 More positive responses on exit interviews.
 Higher ranking of the organization in terms of best places to work.
 Becoming an employer of choice.
 Awards from special interest and advocacy groups.
 Inclusion of diversity in corporate social responsibility efforts.
 Independence and professionalism of the diversity officer.
Legal requirements in relation to workplace diversity.
The Fair Work Ombudsman also provides education and assistance for employees and employers
on preventing discrimination in the workplace. The Law Council’s Diversity Policy provides the
framework by which the Law Council actively manages and encourages diversity across the
organisation.

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The Diversity Policy was created to promote equality, diversity and inclusion within the Law
Council for those of all ages, colours, race, ethnic or national origins, sexual orientation, marital
and parental status, physical impairment, disability and religious beliefs Guillaume et al. 2017).
Organisations wishing to establish a diversity policy are invited to use the ideas contained in this
Policy and modify them to suit the individual character of the organisation.
Other legalities that are needed to be considered for the workplace diversity policies under
Australian mainland are the Age Discrimination Act, Australian Human Rights Commission
Act, Disability Discrimination Act, Disability Standards for Education, Disability (Access to
Premises – Buildings) Standards, Fair Work Act, Racial Discrimination Act, Sex Discrimination
Act, Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status)
Act 2013, Workplace Gender Equality Act and few others.
Example diversity actions to inform action plan.
Here are eight ways to improve the diversity levels in your workplace and get more of the
benefits that come from having a diverse workforce:
1. Measure it. Ever heard the business advice of “what gets measured gets done”? While of
course measuring alone isn’t enough, it’s often true that whatever gets team focus—such
as items measured in quarterly reports or in executive key performance indicators (KPIs)
—does get more time and attention. By measuring the organization’s diversity and
looking at it objectively, it helps to improve the overall diversity levels by putting more
focus on the actions required to improve them (Lambert, 2016).

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2. Remember that diversity is about more than race. Diversity means having a
workforce composed of many different types of people. Different race is just one
example. Different religious backgrounds, different genders, different nationalities, and
differing physical abilities are more diversity options.
3. Recruit over a broader geographic area. By expanding the geographic scope of your
recruiting, you’ll reach more potential candidates.
4. Focus on retention. Many organizations find they’re able to attract a diverse set of
applicants, but over time, the organizational culture remains homogeneous due to a
higher turnover rate for some groups. Focus on retention efforts if this is a trend in your
organization.
5. Pay attention to organizational culture. Does your culture promote inclusiveness?
There may be pervasive attitudes and actions that end up dividing the workforce, making
some groups feel unwelcome. These will need to be addressed to maintain diversity in the
workforce. Consider utilizing employee surveys to gauge how employees feel on these
topics as a means to discover issues before these issues cause employees to leave (Al-
Jenaibi, 2017).
6. Consider providing diversity training. This can help the organization to be more
inclusive overall, which can assist in retention efforts. It can help people understand the
benefits of having a more diverse and inclusive workforce, which in turn helps to create a
more welcoming environment.
7. Don’t forget to foster diversity at all levels, not just in hiring. If the workplace culture
is not diverse at the upper levels, there will be less of a chance of retaining diversity in

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general. If all employees don’t see they have an opportunity to achieve their personal
goals, they may be more likely to leave.
8. Consider providing more flexibility in your work schedule, which can help to attract
a broader pool of candidates. For example, consider whether any jobs could be
completed via telecommuting or whether you can offer benefits that help people back to
the workforce while still taking care of their family, such as flexible work schedules or
on-site child care.
Example diversity policies and procedures
Changes to Laws
Changes to federal, state and local laws governing employment practices may apply to private or
public sector employment. Some private employers implement policies that mirror those in the
public sector. In March 2010, Houston mayor Annise Parker enacted executive orders
prohibiting discrimination based on gender, gender expression and sexual orientation in city
government employment. Some private sector employers will consider including aspects of City
of Houston laws in updating policies that address discrimination based on gender and sex
(Durrani & Rajagopal, 2016). A private sector employer that wants to model a diversity policy
similar to laws that apply to City of Houston employees may consider revising its corporate
statement on equal employment or even extending health care benefits to its employees' domestic
partners.

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Forward Looking Policies
Policies that support a diverse workforce change over time--what worked in the 1980s may not
be effective today. During the time diversity addressed mere racial and ethnic differences,
policies that encouraged hiring minorities were considered timely. Today, however, effective
diversity programs are much broader. Consider incorporating into your business diversity
policies special training and development opportunities for minorities and women who
demonstrate aptitude for leadership positions. Another policy for strengthening support of a
diverse workforce is creating affinity groups. Affinity groups are comprised of members of one
or more groups of underrepresented workers that network and support one another's professional
experiences and endeavors (Davis, Frolova & Callahan, 2016). Other policies include voluntary
affirmative action plans; diversity training specifically designed for your industry and cultural
enrichment events that increase employees' knowledge of diverse populations.
Consistency and Accountability
Two key elements of success for policies and procedures that support a diverse workforce are
consistent application and manager accountability. Ensure the policies you implement are
consistently and equitably applied within your workplace. Implement management
accountability for adhering to your company's policies and procedures that support your diverse
workforce (Thornton et al. 2017).
Suggested format for Aus Accountancy Diversity Policy.

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Diversity vision [ ] recognises its talented and diverse workforce as a key competitive advantage.
Our business success is a reflection of the quality and skill of our people. [ ] is committed to
seeking out and retaining the finest human talent to ensure top business growth and
performance. Diversity management benefits individuals, teams, our company as a whole, and
our customers. We recognise that each employee brings their own unique capabilities,
experiences and characteristics to their work. We value such diversity at all levels of the
company in all that we do. [ ] believes in treating all people with respect and dignity. We strive
to create and foster a supportive and understanding environment in which all individuals
realise their maximum potential within the company, regardless of their differences.
We are committed to employing the best people to do the best job possible. We recognise the
importance of reflecting the diversity of our customers and markets in our workforce.
The diverse capabilities that reside within our talented workforce, positions [ ] to anticipate
and fulfil the needs of our diverse customers, both domestically and internationally,
providing high quality products/services. [ ] is diverse along many dimensions. Our diversity
encompasses differences in ethnicity, gender, language, age, sexual orientation, religion,
socio-economic status, physical and mental ability, thinking styles, experience, and
education. We believe that the wide array of perspectives that results from such
diversity promotes innovation and business success. Managing diversity makes us more
creative, flexible, productive and competitive. RecruitmentAs a global player, [ ] recruits people
from all around the globe. We believe that our employees from many different cultural,
linguistic and national backgrounds provide us with valuable knowledge for understanding
complex international markets. We have established outreach programmes to identify talented
women and individuals from under-represented backgrounds for recruitment. We provide

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2scholarships for promising young women and under-represented status students with the
potential to become high achieving professionals in [ ]. Career development and promotion[ ]
rewards excellence and all employees are promoted on the basis of their performance.
All managers are trained in managing diversity to ensure that employees are treated fairly
and evaluated objectively. Community programmes[ ] recognises that there are distinct
demographic groups that have long been disadvantaged. We recognise that racism,
ageism, sexism and other forms of discrimination are problems both for our organisation and
society as a whole. [ ] is committed to tackling cultural stereotypes both within and
outside our organisation. We have clear reporting procedures for any type of discrimination or
harassment combined with follow-up procedures to prevent future incidents.[ ] combats
discrimination in the wider community through partnerships with community based groups.
We work closely with [....................].Diversity bodiesOur commitment to diversity is led by our
diversity champions who come from all levels of the company, from top management to the
shop floor. The diversity champions make up a diversity committee, which is responsible for
ensuring that our diversity policy is articulated in the day to day running and the strategic
direction of the company.Diversity practicesAll employees undergo diversity training. Diversity
training encompasses raising awareness about issues surrounding diversity and
developing diversity management skills. [ ] provides a safe and pleasant environment for our
employees. We offer:
•Flexible working time arrangements
•Employee education assistance
•Employee network and support groups
•Open communications

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•Childcare assistance
•Mentor programmes
The action Plan is as follows:
Aus Accountancy
Diversity Action Plan
Current: (insert month & year here)
Issues Comments
1
Accepta
nce and
Respect
There is a lack of acceptance of the diverse culture and beliefs among employees,
conflicts may arise. Sometimes, this conflict turns to animosity and may even
effectuate situations of violence.
2
Accomm
odation
of
Beliefs
Diversity in cultural, spiritual, and political beliefs can sometimes pose a challenge
in a diverse workplace. Employees need to be reminded that they shouldn’t impose
their beliefs on others to prevent spats and disputes.
3. Ethnic Sadly, issues from ethnic and cultural differences are still present in the workplace.

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and
Cultural
Differen
ces
There are still some individuals who hold prejudice against people who have
different ethnic, cultural, and religious backgrounds as their own.
4.
Gender
Equality
In the past, women were paid less than men, but the Equal Pay Act has changed
that. In recent years, there has been an influx of women in the workplace.
Employers need to prevent gender discrimination and maintain equality regarding
hiring, salary, opportunities, and promotions.
5.
Physical
and
Mental
Disabilit
ies
Often, disabled employees have a difficult time navigating through their workplace
because proper accommodations as simple as wheelchair ramps are not available.
6.
Generati
on Gaps
By 2025, millennials will make up 75% of the workforce, and they are changing
the work culture. Employees from other generations may have difficulties adapting
to changes in the workplace and the work culture that the younger generation are
bringing about.
Future(give specific year(s))

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No. Objectives Measures of Performance
1 Recruitment Take a quick look at the people your
organization hires and who it’s turning
away. Most importantly, examine the
type of employee it seeks. Who you
enlist (your “ideal” employee) says a lot
about how your organization can
improve its diversity outlook.
2 Training Assess the time and effort you put into
workplace diversity training and the
participation levels of current team
members. As an organization, are you
transparent about your diversity goals?
Do you invest in training related to
diversity so every level of your
organization understands these goals?
3 External Diversity Do the math. Are advancement
opportunities ready for persons of
differing professional and educational
backgrounds, etc.? If your organization
tends to transition a specific “type” of
employee more than others, you might

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be missing out.

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Strategy for Achieving Objectives
Strategies Step by Step Plan Due Date Name
Recruitment a. Conduct a diversity hiring audit on your
current hiring process.
26-10-
2019
Recruitme
nt
Manager
b. Pick one metric to improve for your
diversity hiring.
c. ncrease your diversity hiring in your
candidate sourcing.
Training a. nitiate a diversity training program
development project by identifying the
project sponsors and stakeholders.
Interview these people, conduct focus
groups or conduct online surveys to
gather input about the current
environment in your organization and
what behaviors need to change. Common
topics include managing change, effective
communication, cultural awareness,
dealing with gender issues and conflict
11-12-
2019
HR Head,
Manager
of
Employee
training.

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resolution.
b. Define objectives for your program. For
example, you may want to minimize
miscommunication and misinterpretation
on the job. You may also want employees
to recognize and value differences in age,
experience, social customs, sense of time
and demeanor. Achieving these types of
objectives enables you to manage a
culturally diverse and multi-generational
workforce and resolve minor incidents
before they become bigger problems.
Design your workshop. Prepare presentation
materials to instruct participants about
definitions and concepts associated with
diversity. Intersperse long periods of instruction
with interactive activities such as ice breakers,
role-playing exercises and case studies. Ensure
your content flows smoothly and covers all the
relevant topics. For example, review federal
laws on preventing discrimination. The Office of
Civil Rights website provides resources

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promoting civil rights, equal opportunity
programs and affirmative employment functions.
c.
d. Deliver your workshop at team meetings,
company events or separate training
sessions. Decide how long your session
should last, depending on the number of
topics you want to cover, the number of
participants and the participant’s
familiarity with the content. Avoid
dividing people into categories, as this
tends to reinforce the idea of the
exclusion, rather than promoting
inclusion. Focus more on developing good
communication.
External
Diversity (step
by step solution
out of employee
 65% said recruitment of diverse
employees 10-01-
2020
Employee
Union,
Head
 44% said retention of diverse talent

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survey)
 35% said ensuring diversity in the
workplace
 29% said developing a robust pipeline of
diverse talent
 28% said managing cross-generational
issues
The questionnaire is as follows:
[Aus Accountancy] Diversity Survey
Please take a few minutes to complete this survey. To ensure your anonymity, [Company Name]
has retained an independent consultant to design the survey, receive the completed
questionnaires, and interpret the findings.
Please circle one response for each statement.
I. [COMPANY NAME]'s Attitude toward Diversity (circle one)
1. The leadership at this company encourages diversity
Strongly Disagree
Somewhat Disagree

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Neutral
Somewhat Agree
Strongly Agree
2. Management shows that diversity is important through its actions
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
3. This company is committed to diversity
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
4. This company respects individuals and values their differences

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Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
II. Corporate Culture
5. This company is making progress with diversity initiatives
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
6. A fair workplace includes people from every race.
Strongly Disagree
Somewhat Disagree
Neutral

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Somewhat Agree
Strongly Agree
7. Employees who are different from most others are treated fairly at this company
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
8. At this company, employees appreciate others whose race/ethnicity is different from their
own
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
III. Discrimination

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9. I have personally witnessed discrimination at this company
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
10. I have been the victim of discrimination at this company
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
IV. Hiring and Recruitment
11. There is cultural diversity among the people a job candidate will meet/see on his/her first
visit to the company
Strongly Disagree

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Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
V. Career Development
12. Employees of different backgrounds are encouraged to apply for higher positions
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
13. There is a career development path for all employees at this company
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree

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Strongly Agree
VI. Your Role
14. My experiences since coming to this company have led me to become more understanding
of racial/ethnic differences
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
15. Getting to know people with racial/ethnic backgrounds different from my own has been
easy at this company
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree

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VII. Policies and Procedures
16. The company's policies or procedures discourage discrimination.
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
17. I believe the company will take appropriate action in response to incidents of
discrimination.
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
VIII. Interaction
18. Employees of different backgrounds interact well in this company

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Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
19. Management of this company demonstrates a commitment to meeting the needs of
employees with disabilities
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
20. Employees of different ages are valued equally by this organization
Strongly Disagree
Somewhat Disagree
Neutral

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Somewhat Agree
Strongly Agree
21. Racial, ethnic, and gender-based jokes are not tolerated at this organization.
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
22. This company provides an environment for the free and open expression of ideas, opinions
and beliefs.
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
IX. Your Immediate Supervisor

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23. My supervisor is committed to, and supports, diversity
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
24. My supervisor handles diversity matters satisfactorily
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
X. [Company Name]'s Diversity Training program
25. Education about diversity will enhance the company’s profitability
Strongly Disagree
Somewhat Disagree

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Neutral
Somewhat Agree
Strongly Agree
26. This company has done a good job providing training programs that promote multicultural
understanding
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
27.What improvements, if any, can be made to improve the level of diversity at this company?
The following questions are for analytic purposes only. They will not be used to try to
identify any individual. However, if you feel uncomfortable about answering any of them
do not do so.
Whether or not you leave any questions blank, please return your questionnaire.
28. How long have you worked for [Company Name]
Less than one year

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One year to less than two years
Two years to less than five years
Five years to less than ten years
Ten years or more
29. What is your age?
Under 21
21 to 34
35 to 44
45 to 54
55 or older
30. What is your sex?
Male
Female
31. Which of the following best describes your role in the organization?
First-level supervisor
Manager/supervisor higher than first level (including senior management positions)

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Not a manager or supervisor

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Assignment Task 3
• The identified unintended impacts of the policy
• Advice on the best practices you have identified
• Recommendations for updating the policy and procedures.
When people come from different background, they have different ways of speaking, different
habits and different methods of doing things. When this is embraced in the work environment,
new ideas on how to improve procedures, sales processes and fulfillment operations emerge. As
a business owner, good ideas are valuable to help drive the company vision forward efficiently.
This also gives the employee a feeling of pride and confidence, knowing that his ideas are
valued.
Improved Customer Service
You don't control who walks in the door to buy a product or service, meaning your customers
might be more diverse than you are. However, you could be losing potential customers who don't
find you understand how to help them. When you have a diverse workforce, you increase your
chances that someone on your team is able to serve customers from different backgrounds as
well. The visual of a diverse team on its own often invites more consumers to inquire about your
business and how it can help them.
Engaged Corporate Culture

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When people are encouraged to be themselves, they are more engaged. It's the little things that
foster engagement such as invitations for ideas, accommodations for special needs or celebration
of cultural festivities. An engaged team is more reliable, understands what the vision is, and
where the team is in terms of meeting its goals.
The clothing company, Gap, and the drug company, Novartis, consistently get high marks for
their hiring practices and working climate when it comes to diversity. Other companies have
made significant strides in this area, but sometimes find that actions don't also follow corporate
sentiment.
Building Employee Loyalty
Finding great talent is tricky in today's competitive job market especially if you are a small
business without the resources of big corporations. However, you can breed employee loyalty by
embracing diversity. When people feel appreciated and valued, they want to stay and continue to
serve as part of a great team. Reducing employee turnover helps you reduce human resources
costs and develop the team you trust to take your company to the next level.
High Morale and Productivity
It's simple; when diversity is embraced and people feel valued for who they are, they feel better.
This happiness permeates through the day as people are excited to come to work, help each other
solve problems and collaborate to achieve goals. A business with high morale is usually a
business with high productivity. People become inspired to be better and do more.

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After the meeting with the CEO and exchange of ideas regarding the best diversity practices that
can be acculturated in to the organization, the following seems to be the best suited keeping in
mind the demands of the organization and its workplace culture (Thornton et al. 2017).
Recommendations
Widen Your Recruiting Base
If you restrict your recruiting to your immediate geographic area, you may be missing an
opportunity to develop a diverse workforce. Use other recruiting vehicles to expand your base,
including online job boards, which anyone with Internet access can view. Also, advertise your
openings in publications that appeal to minorities (Thornton et al. 2017).
Offer Language Training
According to the Workforce Diversity Network website, the Society for Human Resource
Management says that providing or paying for training in English as a second language is a way
to improve diversity. Having this type of program allows you to recruit from a wider base of
candidates, as it removes language barriers as a reason for not considering a qualified applicant.
Create an Evaluation Form

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According to the the the Strategies and Tactics for Recruiting to Improve Diversity and
Excellence program that Northeastern University implemented, developing a standardized form
to evaluate candidates helps prevent discriminatory hiring practices. A form allows you to use
the same evaluation criteria for all candidates, which reduces the possibility of interjecting
personal prejudices.
Make Use of Current Staff
Use existing members of your staff to help recruit employees. For example, if you already have
quality employees who are minorities, let them know about job openings to see if they know
others who may be qualified or interested. This helps to create a flow of diverse candidates, and
can also reduce your recruiting expenses.
Clarify the Benefits
Emphasize to your employees how diversity benefits the company, and how that ultimately
benefits each employee. For example, if you hire a Latino sales representative, point out that this
can help the company expand into the Latino marketplace, creating growth and more
opportunities for everyone at the firm.

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Assignment Task 4
Diversity Case Studies
Diversity Case Studies
Case study one
Valarie is employed as an Administration Officer. She also answers calls from customers.
Valarie has recently married and converted to Judaism. Her husband follows the Jewish faith and
converting was something she felt was really important to her new relationship. Valarie has
mentioned that she would like to leave work early on Friday afternoon to begin to observe the
Sabbath.
Valarie has now written a formal letter to you requesting permission to leave work early on
Friday afternoons. She has stated that she will take responsibility to catch up on any missed
work.
The company does not currently have flexible working arrangements.
Valarie has been employed with the company for 2 years and is a permanent employee.
Consider:

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 What issues do you consider in your response?
The issue is that Valerie is demanding something that has been beyond the company policy.
 What are the legal requirements?
The two laws that gives freedom to the individuals to practice their own religion in the exact way
they want, are Equality Act 2010 and Equality Act 2006.
 What would be your response as a Manager?
As a manager I would be providing her with the facility of flexible shifts unless she is ignoring
her duties or she is unable to perform her responsibilities.
Case study two
You have observed that a Muslim staff member never shakes hands with female clients. You are
concerned that this will impact on his relationships. You are considering asking him to shake
female clients’ hands.
Consider:
 What issues should you consider in your response?
Feelings of religious categorisation will creep in and harmony would be destroyed in the
workplace if the Muslim worker goes on doing so.
 What are the legal requirements?
Although the Equality act 2010 allows the workers to freely practice religion, any individual do
not have the right to hurt others’ sentiments by doing so.

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ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
 As a Manager, how should you deal with this issue?
 I would have had a private session with the workers making him understand the
significance of what he is doing and why he should not be doing so.
Case study three
A staff member, Delores, has approached you with a request not to have to deal with a particular
customer because they feel she is treating them in a racist manner.
Consider:
 Can she refuse to deal with a customer on these grounds?
The Equality Law strictly prohibits the practising of racism or casteism in workplaces. Hence she
has the right to refuse to deal.
 What are the legal requirements?
 The Equality Act.
 As a Manager, how should you deal with this issue?
I would invigilate the gravity of her claim and take the decision based on the gravity of her
claim. In any way, I would not support my stakeholders’ practising racism.

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ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
Case study four
In a meeting with you (Team Leader), a staff member, Jackie, expresses a concern to you. They
have recently disclosed their sexuality to a colleague, Jill, whom they have always got on well
with. Jill was surprised and stated that she has a strong moral objection to lesbians and gay men.
Jill had said as she felt it was not acceptable to be a lesbian but did want maintain a positive
relationship with Jackie, she requested Jackie should help in this matter by not referring greatly
to their sexuality again.
Consider:
 Is this response acceptable?
 What are the issues to consider?
 What are the legal requirements?
 As a Manager, how should you deal with this issue?
Case study five
A staff member employed with the company for five years ago was diagnosed with depression
about a year ago. She did not tell you until three months ago, when she confided in you about
what she was experiencing and the treatment she was getting from her doctor and therapist. A
month ago the staff member was signed off on sick leave.

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ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
She returned to work last week but is overwhelmed. You are prepared to help this staff member
for another month but after that, you are feeling it might be time to terminate the staff member’s
employment.
Consider:
 What support could you offer the staff member?
The staff need one on one counselling.
 Are there any legal requirements?
Human Rights Discrimination Act, Workplace Discrimination Act.
 As a Manager, how should you deal with this issue?
I would observe the outcomes after the counselling and take a decision based on his
improvements.

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ADVANCED DIPLOMA IN LEADERSHIP MANAGEMENT
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